Importance Of Setting KSA’s In Organizational Policies And Procedures In Virtual Teams

Factors that contribute to effective teams

 Both the papers provide a critical analysis of articles written by Lazaroiu, (2015a) and Lazaroiu, (2015b).These first article has presented the different factors of motivation. The second article focuses on the impact of employees motivation on job performance.

Lazaroiu, G. (2015a) Work motivation and organizational behavior. Contemporary Readings in Law and Social Justice, 7(2), p.66.

The author in this article has presented the different ways through which employee’s motivation can be increased in the organization. The research is conducted by taking different author’s point of view on different determinants of motivation. Motivation hierarchy theory of motivation states that the basic needs of the employees must be fulfilled so that they can maintain their living standard. The basic needs according to Maslow’s need of hierarchy are hunger, thrust, water, and security. In this regard, (Drumea, 2014) states that in every organization, workers always look for some acceptance and community. It is true that workers always work in that environment where they feel the sense of belongingness among its members. In addition to this, it is also needed by the managers to involve the employees in decision-making so that they can prove their competencies. In this regard, (Borkowski, 2011) rightly stated that Mangers should identify the demand of its workers.

As compare to Maslow motivational theory, Adam Equity theory also states the some other determinants of motivation. As per this theory, when he receive the output as per his given input in organization. the author has presented the certain posits when inequity occurs: (1) When it cause stress in a person (2) When tension in a person is equivalent to the inequity (3) When it drives the person to break their capabilities. Hofmans, (2012) stated that workers get motivated when they think that their input was more than the output. If employees are working hard and they are not getting back for their efforts then automatically their morale decreases. In any organization wherever inequity exist, the employees of those organization are demotivate. Therefore, it is important for organizations to give better output for their efforts. Above both the theories, Alderfer’s ERG theory of motivation believes in fulfilling the higher demand of employees before their lower demands.  Various authors by presenting their views have stated the views about motivational factor of employees in an organization. This theory has stated the three different types of need. Existence need describes the fundamental needs that are important for survival for employees. Every employee has some basic needs that are required to be fulfilling when they are working in any organization. Relatedness need encompasses the external and social esteem needs such as relationship between co-workers, friends, and family. Besides the two needs, employees need some growth in their life in order to achieve something great.

Lazaroiu, G. (2015b) Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, p.97.

Author in this article has described the role of manager in motivating its employees at workplace. It is true that, there are different levels in organization that have different roles and responsibilities in the organization. In order to become a successful manager, it is essential for the manager to learn the new and innovative procedures. Therefore, for bringing the changes in organization, workers are responsible (Bouckenooghe, Zafar and Raja, 2015). In this way, manager can motivate the employees by taking a two-way approach. In this approach, it asks the employees to bring their creative ideas in front of manager. By doing this, employees get motivated and perform well in organization. However, it simply states that managers are required to adopt such approach that will impel the worker to bring innovative changes. Employee’s performance mostly depends how much he is motivated at workplace. The article also states that motivation is the most important factor for helping the employees to perform better. It is rightly stated that employees who are more motivated are more productive. Besides the salary and monetary rewards, there are various factor that motivates the employees in a workplace such as involvement in decision-making, flexibility in work as well as company culture. Overall, motivation of employees comes from collaborative approach of manager or by satisfaction of employee’s need at workplace.

Compare and contrasting Lazaroiu, G. (2015a) and Lazaroiu, G. (2015b)

Lazaroiu in his article has discussed the different theories of motivation. These theories help the organization in motivating employees. Authors through these theories have explained the different determinants of motivation. On the other hand, Lazaroiu in his second article has stated that motivation of employees depends on the manager. It is stated that when employees bring their innovative ideas at workplace then automatically they get motivated. The first article relates the motivation with monetary benefits whereas second article also focuses the various non-monetary rewards that motivates an employees at workplace. Therefore, both the authors have presented the motivation determinants of employees at workplace.

References

Drumea, C. (2014) Staff performance evaluation in public organizations. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 7(2), p.133.

Hofmans, J. (2012) Individual differences in equity models. Psicologica: International Journal of Methodology and Experimental Psychology, 33(3), pp.473-482.

Bouckenooghe, D., Zafar, A. and Raja, U. (2015) How ethical leadership shapes employees’ job performance: The mediating roles of goal congruence and psychological capital. Journal of Business Ethics, 129(2), pp.251-264.